— Fig. 01 — Fractional Head of People & HR Transformation
I build and transform People functions that remove friction and fuel growth, for startups & scaling companies.
I combine fractional People leadership with hands-on implementation across People operations, processes, systems, data and AI.
For founders building the function — and People leaders transforming it.
Process
how work gets done
Data
how decisions are made
Tech
the systems underneath
AI
where it creates leverage
Clarity. Less friction. More growth.
The impact for the business
— Fig. 01A — Four compounding levers. Real business impact.
— Fig. 02 — TWO WAYS IN, ONE POSITIONING
Wherever your People function is today,
I work from the same foundation.
For founders, CEOs and COOs
Build or lead the function
You need to build, stabilise or lead the People function as the company scales.
For People leaders and teams
Transform what already exists
Your function exists, but its processes, systems, data capabilities or use of AI need to evolve.
— Fig. 03 — WORK WITH ME
Hands-on People leadership and HR transformation
I work directly with founders, leadership teams and People leaders to build or transform the operating foundations of the People function — drawing on a background across People, Finance and Operations. My work combines strategic direction with hands-on delivery.
— Fig. 04 — SERVICE 01, IN DETAIL
Fractional People Leadership
Suited to startups and scale-ups that need senior ownership of the People function without necessarily hiring a permanent executive immediately. This is not advisory-only work — I hold the function.
POSSIBLE AREAS OF INTERVENTION
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Building the People function from zero — hiring, onboarding, performance, development, compensation
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Designing team structures and ownership models that scale without organisational bloat
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Leading HR and People operations through hypergrowth
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Selecting and driving adoption of the People/HR tech stack
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Structuring payroll, legal compliance and administrative foundations, including multi-country
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Designing compensation and incentive systems aligned with retention and profitability
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Integrating People data with financial and operational data for leadership visibility
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Acting as strategic advisor to founders and executive teams, bridging strategy and execution
— Fig. 05 — SERVICE 02, IN DETAIL
People Function Build & Transformation
Designing or rebuilding the operating foundations of the People function — from governance and employee lifecycle processes to roles, systems and ways of working.
POSSIBLE AREAS OF INTERVENTION
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Structuring full employee lifecycle governance — recruitment, onboarding, performance, development, offboarding
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Rebuilding core HR processes from reactive to structured — recruitment, onboarding, payroll, administration
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Establishing documentation, traceability and process ownership for compliance-grade functions
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Designing compensation processes and incentive structures
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Selecting and implementing HR tools (HRIS, ATS, Payroll, Performance management, ...) — including evaluating their AI capabilities
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Building an integrated HR tech stack — connecting systems instead of adding disconnected tools
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Structuring payroll and HR administration workflows across multiple countries
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Aligning People processes with regulatory and compliance requirements (e.g. ISO 13485)
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Designing integrated operating frameworks across HR, administration, legal and finance
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Redesigning the service delivery model as the function scales — from reactive administration to structured operating system
— Fig. 06 — SERVICE 03, IN DETAIL
People Data, HR Tech & AI Enablement
Helping People teams use data, technology, automation and AI to improve decisions, workflows and operational effectiveness.
EXAMPLES OF INTERVENTION
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People Data foundations
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Data quality and governance
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KPI and dashboard design
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HR tech stack assessment
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Tool selection and implementation
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Workflow automation
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Identifying and implementing AI-powered automations
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Building AI agents for HR workflows
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AI governance and responsible adoption
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People team capability building
Want to start with something concrete and bounded?
→ The People & AI Diagnostic scopes this to one process, in two weeks.
— Fig. 07 — HOW AN ENGAGEMENT TYPICALLY UNFOLDS
An adaptable process,
Not a rigid methodology.
Every engagement is shaped around the function's actual starting point. In practice, the work tends to move through the same broad stages.
01
Diagnose
02
Prioritise
03
Design
04
Build
05
Implement
06
Embed
— Fig. 08 — SELECTED WORK
Examples from the field
For over a decade, I've worked as a strategic advisor to founders and leadership teams navigating rapid growth — bridging strategy and execution across People, Finance and Corporate Operations for organisations from early-stage to 300+ employees, across EU, UK and North America.
01
MedTech startup — Stabilised and rebuilt the HR function from reactive administration to an audit-ready operating system, supporting growth from 80 to 145+ employees toward ISO 13485 certification.
02
YC-backed, AI mobile app — Built the People function from zero, then expanded scope to structure Finance, Administration and Legal foundations across France and the US — helping the company scale to $1M+ monthly revenue with a team of fewer than 15 people while preserving profitability.
03
European R&D hub — Built the operational foundations from the ground up, structuring employee lifecycle processes to support growth past 100+ employees across three office expansions in 18 months, including the integration of an acquired 30+ person startup into the hub..
04
Multi-country corporate infrastructure — Designed integrated operating frameworks across HR, administration, legal and finance, and oversaw complex international payroll and accounting operations for hyper-growth, multi-country companies.
— Fig. 09 — HOW I WORK WITH AI
A trained methodology, not a demo.
80% of AI projects fail - not because of the AI, but because of how they're scoped, managed and deployed. That's why methodology matters.
Source : PMI (Project Management Institute)
I completed UC Santa Cruz's "Managing AI Deployment Projects" program, covering the full six-phase CPMAI methodology — from Business Understanding and Data Preparation to Model Development, Evaluation and Operationalisation. I'm knowledgeable in EU AI Act requirements and responsible AI governance.
The result: I can frame, evaluate and manage AI initiatives beyond the tool level — aligning projects with business objectives, assessing data readiness, anticipating risks, and thinking through deployment, monitoring and retraining, not just the demo.
Path01
Built solo
I design, build and hand over a working system — you get the outcome without needing to be involved in the build. I can also maintain and update it as your needs evolve.
— Fig. 09A — START HERE, NO STRINGS ATTACHED
01 - SCORE YOUR MATURITY
— READY FOR A PLAN, NOT JUST A CHECKLIST?
The People & AI Diagnostic
This is the concrete first step into People Data, HR Tech & AI Enablement — scoped to one process, not the full transformation.
In two weeks, I take one process — the one costing you the most time or trust — and turn it into a clear plan: what's worth automating, how much time or cost it could realistically save, and what it would take to build. You walk away with a first project already specified and priced — clear enough to hand to your team, or to build with me next.
Path02
Built with your team
I build alongside your People team, transferring the frameworks, matrices and tools they'll reuse on the next problem themselves — not just the finished artifact.
02 - CHECK YOUR READINESS
— Fig. 11 — CONTACT
Let's talk about the People function you need next.
Humanji Ltd.
Based in Dublin, Ireland - Working Globally
Bilingual Services: English & French
Email me at hello@humanji.io
Text me on WhatsApp - Ireland
Text me on WhatsApp - France
Founders, CEOs & COOs
Building or leading the People function for the first time as the company scales.
CPOs and People leaders
Transforming a function that already exists.
Fractional leadership needs
Senior People ownership without a full-time hire, immediately.
People function build or transformation
Governance, employee lifecycle, roles, systems and ways of working.
People Data, HR tech and AI projects
Data foundations, dashboards, tooling and responsible AI adoption in HR.